The pace of change in 21st century organizations poses significant challenges to Talent Leaders who strive to manage a forward-thinking Talent Management Operation. Some of the biggest hurdles include the hyper-competition for talent, new roles that continue to emerge as technology evolves, a shift in the passive job seekers market, an exponential need to focus on employee experience and the lack of reliable labor data.

The capacity of an organization to translate potential future trends into current actions is not only crucial for superior Talent Management departments but also to survive the increasingly complex war for talent.

This session will showcase successful solutions for talent mapping that will help Chief Talent Officers with:

• Tapping into industry data and labor market trends to anticipate new skills and prepare employees for the future

Sebastien Girard

Plenary Session

8:45 AM - 9:15 AMAdaptability and the Paradox of Leadership

Given the accelerating pace of change in the information age, and the resulting breadth of disruption, innovation and adaptability have become the key to performance competitiveness. And yet change is inherently difficult for everyone. So how do you develop leaders and executives to engender a more adaptive organizational culture? Moreover, why is there so often a gap between our talent development paradigm and our practical experience with leadership? Finally, what does all of this suggest about driving adaptability within our organizations?

These answers are to be found in an exploration of human psychology and the science of complexity. By understanding a few basic tenets of this science, we can shape a talent development paradigm that is less frustrating for participants and more effective at optimizing the enterprise for adaptability.

This session will explore the intersection of behavioral science, complexity and leadership in practical ways, to include:

•The myths and realities of leadership

•What the “fourth industrial age” will mean for leaders, and

•Practical tools to balance the organizational imperative for transformation with the practical requirements for performance

9:20 AM - 9:50 AMBusiness Meetings

9:50 AM - 10:20 AMBusiness Meetings

10:20 AM - 10:40 AMNetworking Break

MasterClass A

10:45 AM - 11:30 AMRecruiting the Right Candidates in the age of A.I.

In today’s competitive hiring landscape, companies are looking for easier ways to attract the right talent while providing a delightful candidate experience and maintaining an efficient and cost-effective recruiting organization. Artificial Intelligence is changing virtually every aspect of our personal lives today, so why not apply AI to talent acquisition to achieve and surpass our corporate recruiting goals?

Traditional sourcing, screening and scheduling methods work, but are challenged by low candidate engagement and high drop-off rates throughout the recruiting lifecycle. These setbacks lead to high rates of frictional unemployment, more notably visible in high volume recruiting organizations. However, leveraging state-of-the-art engagement technology, like A.I. and Natural Language Processing (NLP), recruiters can stay better connected with candidates while reducing the volume of and time spent on manual tasks each day.

For Talent Acquisition Leaders, building a highly engaging and successful recruiting process that meets corporate efficiency standards is “Job #1.” In this session, come discuss and discover how innovation in the area of Artificial Intelligence and Natural Language Processing can help with:

•Reaching passive candidates and maximizing the value of your CRM

•Immediate and continuous engagement with all of your applicants, internal and external

•Streamlining the recruiting process and enhancing the candidate experience

Sponsored by: Hire Mya

MasterClass B

Between Hollywood scandals and new salary history laws, systemic pay disparity has been a hot topic, spiking awareness through movements like #timesup and the publicity storm around wage discrimination plaguing large companies.

For business leaders, the pressure is high to identify and resolve pay disparities in their own organization. Some organizations over-think pay equity and create a strategy that is too complex and takes years to implement. While some have invested millions of dollars into compensation budgets as a quick fix. But for most organizations, that tactic is too costly and—more importantly— it neglects the implementation of a long-term solution that will effect meaningful change.

Beyond resolving gender and racial pay disparities, implementing a pay equity strategy gives businesses a competitive advantage in attracting, motivating, and retaining talented people. As companies look to their compensation teams to develop and implement a pay equity strategy, it’s critical for compensation professionals to understand how to champion pay equity and ensure the entire organization adheres to the strategy.

12:05 PM - 12:35 PMBusiness Meetings

12:35 PM - 1:20 PMNetworking Lunch

Roundtable Discussions-Please Select One Topic and Join the Relevant Discussion

What does Digital Transformation mean to your organization? How have changes in technology or competition affected your business? Do you have the right tools, structure, and talent to adapt? In this session, we will discuss the challenges of digital transformation that your organization is faced with and share experiences and solutions for the future.

Sponsored by: MJS Executive Search

Roundtable Discussions-Please Select One Topic and Join the Relevant Discussion

How is your organization defining culture? Are you able to actually measure (accurately and scientifically) your team culture? Or are you still using subjective surveys or interviewing execs to see what they “think” the culture is and if it matches the official “defined” Corporate Culture? How have your hiring practices affected your employee engagement, performance, and retention? Are you recruiting the right talent for the role, team, and organization? Do you really think the culture – ie, the behaviors, motivators, work styles – is the same in your finance and sales departments? Of course not! … In this session, we will discuss the importance of leveraging AI with Talent Analytics to identify cultural fit in recruiting and retention, and share methods and experiences that help hire for predictive success and that optimize the performance of existing workforces.

Sponsored by: Humantelligence

Roundtable Discussions-Please Select One Topic and Join the Relevant Discussion

1:25 PM - 2:15 PMHow do you Make Talent Decisions? Using Data for Unbiased Results

When identifying candidates for succession, development and high-potential programs, how often does your management team rely on their gut? Most talent programs are not supported by objective data. Join Christy Smith and Velika Brown from CEB Talent Assessment to learn how gathering objective data buys support for critical talent initiatives from your senior leaders. Providing a clear view of your organizational bench strength using objective data helps you minimize bias and demonstrate a clear connection between your talent decisions and overall business results.

MasterClass B

It’s no surprise that companies have been utilizing the gig economy to be more agile, but the most innovative companies are also adopting the gig model to access and develop their internal workforce. In an effort to boost retention and flexibility, these companies are moving away from job descriptions and standard career paths and are focusing on developing critical experiences for their employees, allowing them to work on the projects that interest them the most.

Join Catalant Co-Founder and CEO, Pat Petitti and SVP of Strategic Partnerships, Rich Gardner, as they discusses the future of work and how companies like Shell and GE are adopting a “gig approach” to better utilize their internal talent.

Topics include:

•How demographic shifts, employment trends, and new technologies are resetting the old definition of “work”

•Leveraging technology to drive the rise of a more agile workforce at all levels

•A prescription on how to adopt the “gig approach” at your company

Sponsored by: Catalant

3:10 PM - 3:40 PMBusiness Meetings

3:40 PM - 4:10 PMBusiness Meetings

4:10 PM - 4:30 PMNetworking Break

Case-Study 1

The way we work has changed, and so has performance management. Over the last five years, approximately one-third of U.S. companies have scrapped annual performance appraisals in favor of more dynamic and real time performance management processes. These new methods emphasize continuous improvement through a focus on agile goal management and ongoing feedback. It’s more than just a process change, it’s a change to something most employees have never experienced. Its new behaviors for managers and HR too. The results organizations are reaping through these new performance management models show the path is promising. Still, finding the right solution takes time and commitment. And there is no single path.

If you have been tasked with innovating performance management for your organization, come hear how one company did it. Rob Ollander-Krane, Director of Talent Planning and Performance at Gap Inc. will share their journey. Discover how to:

•Make the business case - and engage leaders - in revitalizing the performance process

•The research, benchmarking and methodology used

•The results and lessons learned

Rob Ollander-Krane

Plenary Session

Next-gen leaders in the new work environment must be prepared to take on entirely new roles that often were not forecast through traditional pipeline planning, even a couple of years back. As a result of an ever-accelerating pace of change in the workplace, talent leaders must now be prepared to manage a more dispersed and diverse global workforce, collaborative networks of teams, and leverage talent analytics to make key workforce decisions.

Diversifying your succession planning strategies will help mitigate the risk associated with unprepared leaders, and help you identify and prepare a talent portfolio with key capabilities throughout the organization; talent which linear pipeline planning would have missed. Join this panel to hear how top-notch organizations are preparing next-gen successors. Topics will include:

Case-Study

According to top consulting firms, high potential employees bring approximately 90% more value than non-HIPOs and exert much more effort to excel in their roles, than their peers. They are proven to help drive efficiency and productivity throughout the organization. Yet, most organizations either don’t have efficient HIPO programs in place, or are failing to implement and reap results from those due to a mismatch between identified potential and actual performance.

This session will discuss essential components for a successful HIPO program, including:

•Benchmarking: how does your organization fare in comparison to other HIPO talent pools?

•Implementing the right assessments and development strategies to close the gap between potential and actual performance: pitfalls to avoid, and what to pay attention to

•Promoting HIPO engagement and retention with multiple career paths and transparency